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薪酬是员工工作中比较关注的一个因素，薪酬满意度往往被认为对员工的工
作绩效产生着较大的影响。近年来，关于薪酬满意度的研究一直是薪酬领域的热
点。然而，目前大多数学者主要集中于薪酬满意度影响因素的研究，薪酬满意度
与工作绩效之间的关系研究比较少
鉴于此背景，本文在系统阐述薪酬满意度和工作绩效的概念、研究维度、国
内外研究现状及相关理论的基础上，选取基层供电企业员工作为研究对象，研究
员工薪酬满意度和工作绩效之间的相关性和因果关系。研究采用成熟量表作为测
量工具进行实证研究，运用 SPSS 对问卷数据进行信度效度检验和数据分析，主
要采用描述性分析、相关性分析和回归分析，对文中提出的假设进行验证并得出
结论。数据分析结果显示，员工的年龄、学历及工作岗位对其工作绩效会产生影
响；薪酬满意度各维度与工作绩效及各维度存在显著相关；可以通过薪酬满意度
部分维度对员工工作绩效进行预测
依据实证研究的结论，本文剖析了基层供电企业员工薪酬满意度与工作绩效
现状，结合实际提出基层供电企业要制定有针对性的薪酬制度及配套的人力资源
制度；关注薪酬分配的内部公平性，建立有效的沟通机制；为员工提供可见的薪
酬增长空间；提高企业福利政策的敏感性等
关键词：供电企业；薪酬满意度；工作绩效华北电力大学硕士学位论文
II
Abstract
Power grid enterprise is pioneers in the development of social economy. At the
grass-roots level power supply enterprises is closely related to people&39;s production and
living, and bear the power production and construction, the high quality power service
work. The primary power supply enterprise employees is a very large number of groups,
their working enthusiasm and working performance is directly related to the overall
performance of the enterprise.
Pay is a factor which employees work more attention, and pay satisfaction is often
considered a larger influence on employee&39;s work performance. In recent years, research
on pay satisfaction has been a hotspot in the field of compensation. However, at present
most scholars mainly focused on the research in the impacting factors of pay satisfaction,
the study on the relationship between pay satisfaction and the performance is less.
In view of this background, on the basis of explaining the concept of pay satisfaction
and job performance in system, research dimension, the research status at home and
abroad and relevant theory, this paper selects primary power supply enterprise employees
as the research object, studies the correlation and the causality between employee pay
satisfaction and job performance. Adopt the maturity scale as measuring tools for
empirical research, using the SPSS to reliability validity questionnaire data inspection and
data analysis, the main descriptive analysis, correlation analysis and regression analysis,
hypothesis of the proposed validation and come to the conclusion. Data analysis results
show that the employee&39;s age, educational background and work will affect its
performance; pay satisfaction dimensions exist significantly correlated with job
performance, and part dimensions pay satisfaction on job performance has the ability to
predict.
Based on the conclusion of empirical study, this paper analyzes the basic status quo
power supply enterprise employee pay satisfaction and job performance, combined with
the actual proposed at the grass-roots level power supply enterprise to develop targeted
salary system and supporting system of human resources; fairness concern within the pay
distribution, to establish effective communication mechanisms; provide employees with
visible growth space; improve the sensitivity of the welfare policy, etc.
Keywords: power supply enterprises;pay satisfaction;job performance华北电力大学硕士学位论文
III
目 录
摘要 I
ABSTRACT .........II
第 1 章 绪论 .........1
1.1 研究背景 ...... 1
1.2 研究意义 ...... 2
1.3 国内外研究现状2
1.3.1 薪酬的研究2
1.3.2 薪酬满意度的研究...... 3
1.3.3 工作绩效的研究........ 6
1.3.4 薪酬满意度与工作绩效关系研究 ..... 7
1.4 研究思路、研究方法及创新点 ........... 8
1.4.1 研究思路 .. 8
1.4.2 研究方法 .. 9
1.4.3 创新点 ...10
第 2 章 相关理论与概念界定 ......11
2.1 理论基础 .....11
2.1.1 期望理论 .11
2.1.2 社会交换理论.........12
2.1.3 公平理论 .12
2.2 概念界定 .....13
2.2.1 基层供电企业员工.....13
2.2.2 薪酬 .....13
2.2.3 薪酬满意度 ...........14
2.2.4 工作绩效 .15
2.3 本章小结 .....15
第 3 章 实证研究设计 16
3.1 研究架构 .....16
3.2 研究假设 .....17
3.3 问卷设计 .....18华北电力大学硕士学位论文
IV
3.3.1 基本信息表 ...........18
3.3.2 薪酬满意度量表.......18
3.3.3 工作绩效量表.........20
3.4 本章小结 .....21
第 4 章 问卷调查及结果分析 ......22
4.1 问卷发放与回收 ...........22
4.2 问卷的信度和效度分析.....22
4.2.1 信度分析 .22
4.2.2 效度分析 .23
4.3 描述性统计分析 ...........27
4.4 员工特征对工作绩效的影响分析 ........28
4.4.1 性别对工作绩效的差异性分析 ......29
4.4.2 年龄对工作绩效的差异性分析 ......30
4.4.3 婚姻状况对工作绩效的差异性分析 ..31
4.4.4 学历对工作绩效的差异
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